This research work is on “Employees value proposition and its impact on employee attitude to work” (A study of Imo State Polytechnic Umuagwo, Owerri Imo State). A considerable number of studies has been carried out by some authorities in the area of employee value proposition as a means of increasing employee attitude to work. In this study however, some relevant works was examined to find out how employee value proposition has effect on employee attitude which is the main objective that calls for this study. Different literatures were reviewed and data gathered with the use of questionnaire and observations. The study made use of primary and secondary data collection, the population comprises of (1000) one thousand junior and senior staff members of the institution and a sample size of 286 was drawn from the population using yaro yemens fomular. The data analysis was committed to simple percentage techniques and chi-square were adopted as a method of analysis and testing of the hypothesis. The findings showed that, there is a direct relationship between employee value proposition and employees attitude to work. Employee value proposition in the organization is directly responsible for positive employee attitude to work because positive reinforcement which is the most effective tool for encouraging desired behavior stimulates people to take action especially when they get something of value for doing it. Summary, the usefulness in sustaining the efficiency and effectiveness of workers to an organizational performance cannot be over emphasize, the researcher recommended among others that, the management of Imo State Polytechnic should always take the issues of employee value proposition into heart as its workers are the wheel wire for organizational and co-operate growth.

 CHAPTER ONE

INTRODUCTION

1.1 BACKGROUND OF THE STUDY

An employee value proposition (EVP) (or employer value proposition) is a set of association and offerings provided by an organization in return for the skills, capabilities and experiences an employee bring of the organization. The EVP is an employee-centered approach that is aligned to existing, integrated workforce planning strategies because it has been informed by existing employees and the external target audience. An EVP must be unique, relevant and compelling if it is to act as a key driver of talent attraction, engagement and retention. The value proposition should identify the unique people policies, processes and programs that demonstrate the organizations commitment to i.e., employee growth, management development, ongoing employee recognition, community service, etc. Contained with the value proposition are the central reasons that people will choose to commit themselves to an organization. The EVP should be actively communicated   in all recruitment efforts, and in   letters, offering employment, the EVP should take the focus away from compensation as the primary offer”.

Personal job satisfaction is driven by far more than financial factors such as salary and benefits. An organization”s EVP has thus been described as “critical to attracting, retaining and engaging quality people”. Other key factors influencing how an individual may choose to balance his or her career path in an organization are relocation services, salary, perquisites, career development, location, and so on. An organization benefits from a well-formed EVP because it attracts and retains key talent; helps priorities the Human Resources agenda. Creates a strong people brand, helps re-engage a disenchanted workforce, and premiums.

Only if the EVP of an organization really matches what someone values in his/her work is there a win-win situation. An employer can then count on a motivated, committed worker who will go the extra mile. And the worker will experience his/her job as meaningful and fulfilling.

Selsh, (1988) defined employee value proposition as “those motivational tools” which an organization adopts to compensate its workers for higher or improved productivity. These benefits vary from one organization to another employees are geared by both intrinsic and extrinsic benefits. Effective compensation system must recognize both sources of benefit. All employee value proposition system are based on the assumption of attracting, retaining and motivating people. Financial employee value proposition are important components of the employee value proposition system, but there are other factors that motivate employee and influence their level of performance.

Employee value preposition brings about variables that will boost their morale in the service, it includes the following advancement opportunity in the company such as job security, good salary/wages, adequate medical health facilities, canteen services, pension scheme credit for the job one does, housing and transport allowance, good management of workers relation, physical working conditions such as good office accommodation etc.

In essence various studies have shown that there is correlation between employee value proposition and employee attitude in an organization. A well packaged employee value proposition coupled with   appropriate reward has a tendency of influencing employee”s attitude in the organization to put their best effort in achieving organization goals and effectiveness.

1.2       STATEMENT OF THE PROBLEM

Many organizations are faced with the challenge of poor performance in the output of its employees, which could be attributed for late coming, poor time management, laziness, self interest and failure to meet deadlines for the preparation of important working documents as it has become a common practice in many organizations in the side of the employees.  

The above stated could also be as a result of the employer not able to meet the employee value proposition in hence there are non-wage offerings. These include: housing; meals; insurance (health, disability and life insurances, for example); tuition fees for family and no work-related training; childcare expenses; wellness programs including gym memberships and facilities as well as counseling services; and the use of facilities such as vehicles, laboratories and consulting rooms for private purposes.

Organizations are busy putting together a customer value proposition in order to win the best customers and retain them for ongoing return business. The same theory applies to organizations” internal customers i.e. its employees. In today”s knowledge economy, people play a critical role in organizational success, often acting as the key differentiator for business value. Organizations too are realizing this, and they are striving to hire the best of talent and offer them the best possible opportunities. Thus is both the concept of the Employee Value Proposition (EVP).

An employee value proposition implemented well can make all the difference between people as a strength and people as a liability. It is important for the employee value proposition (EVP) to be constantly and openly communicated through various channels to be able to create the right people advantage in today”s competitive times.

It is in this bid that this research work “employee value proposition and its impact on employee attitude to work” was proposed.

1.3 OBJECTIVES OF THE STUDY

The main objective of this study is to examine employee value proposition and its impact on employee attitude to work.

While specific objectives are:- 

i)          To ascertain the extent to which employee value proposition influence employee attitude to work.

ii)         To examine the significant relationship between employee value proposition and employee attitude to work

iii)        To determine how employee value proposition can be used as effective tool for measuring employee”s attitude to work.

1.4 RESEARCH QUESTIONS

The following research questions is developed to guide this study

i)          To what extent does employee value proposition influence employee attitude to work?

ii)         Are there any significant relationships between employee value proposition and employee attitude to work?

iii)        Can employee value proposition be used as effective tool for measuring employee”s attitude to work?

1.5       RESEARCH HYPOTHESES

Ho: There is no significant relationship between employee value proposition and employee attitude to work

Ho: Employee value proposition cannot be used as effective tool for measuring employee”s attitude to work?

Ho: Employee value proposition has not in any way contributed to the organizational growth

1.6 SIGNIFICANT OF THE STUDY

This study will be of immense benefit to the researcher since it will help in expanding the frontiers of knowledge in the topic of interest.

The study will also be beneficial to other scholars who will make further research on this topic since the outcome of the research material will serve as a secondary source to aid their research work.

It is expected that the outcome of this study will enlighten organizations and or employers to having a clear understanding on the best way to motivate their employee and provide employee value proposition accordingly towards the attainment of the overall organizational objectives.

1.7 SCOPE OF THE STUDY

This research study is on the effect of benefit and compensation on workers performance and it is restricted to Imo State Polytechnic Umuagwo, Owerri, Imo State. it includes both the senior and junior staffs of the institution, and also investigates the various methods and measures by which employees of this institution are employee value proposition based on their attitude.

1.8 LIMITATIONS OF THE STUDY

The study as limited to employees of the Imo state polytechnic. The difficulties encountered was that some officers were either too busy for interviews or cleverly avoided certain question for the fear that the information given might put their jobs in jeopardy. The researcher also encountered the following difficulties;

1.         TIME: The researcher had little or not time in gathering the necessary information needed to carry out this research work because of some academic activities.

2.         FINANCE: Because of limited finance the researcher was unable to accomplish the numerous activities necessary for a thorough research work. 

1.9 DEFINITION OF TERMS

Employee: An individual who works part-time or full-time under a contract of employment, whether oral or written, express or implied.

Attitude: The way you feel about something or someone, or a particular feeling or opinion

Benefits: These are reward designed to encourage and reimburse employee for effort beyond normal performance

Reward: This is seen as giving something of value in return for a good deed towards someone

Effect: This is seen as the result or outcome of a cause.

Performance: It is the output of the work being undertaken by the employees which can be established, communicated by employers and used to determine pay.

Morale: it is the capacity of people to maintain belief in an institution or a goal, or even in oneself and others.

Productivity; it is seen as the rate at which resources are brought together in an organization and utilized for accomplishing a set of reaching the highest level of performance with least expenditure of resources.

Employee Value Proposition: An employee value proposition (EVP) is the unique set of benefits which an employee receives in return for the skills, capabilities and experience they bring to a company. An EVP is about defining the essence of your company - how it is unique and what it stands for.